Gender and Interpersonal Task Behaviors: Status Expectation Accounts

Abstract

In this paper we argue for the utility of status characteristics theory (Berger et al. 1977) in accounting for research concerned with gender differences in interpersonal task situations. We state and defend a basic status argument that differences in stereotypical gender task behaviors are a direct function of status differences or of attempts to cope with status differences. We show support for this argument in several areas of research: the influence, participation and performer evaluations of group members; their relative performance-reactor profiles; the relation of these behavioral profiles to the assignment of personality traits; the correlation of status position with the gender typing of tasks (i.e., male-identified, female-identified, or neutral); the relationship between gender status and salient information about other statuses; the role of expectations for rewards; and the emergence of mechanisms for coping with the implication of a low gender status position. We conclude that status characteristics theory can provide a set of interrelated explanations of the relationship of gender to interpersonal task behaviors.